Achieve Asia

17/03/2014

Wine Industry - recruitment challenges in Asia – Candidate perspective

Is it now possible to turn a passion for wine into a profession in Hong Kong given the initiatives by Government to make it a "wine hub" for Asia? What qualifications are needed?

Where in the world are professionals coming from to bring expertise to the industry - France, Italy, Spain, the Old World or Australia, NZ and Chile, the New World? Is more than an educated palate needed to get ahead in this industry?

If you can answer some or all of these questions it may be worth talking to the wine industry in Hong Kong.

Asian based candidates with Asian experience and local language ability, which communicate well with HQ, are in high demand, but take time to identify. It’s important to address what’s required. Whether it be a sales person, marketing, operations or an executive, due diligence on candidates is important to ensure the right fit is found.

Palate, Client Base, Wine Qualifications, Old World v New World, Consumption v Investment, On Trade v Off Trade, Wholesale v Retail are all important questions in identifying the right candidate for the right company. The Hong Kong wine market is big, and wine candidates look at a potential wine employer’s wine portfolio access to quality and regions, and types of customers that they service.

Christian McGregor is the Wine Industry subject matter expert at AchieveAsia, a Recruitment company based in Hong Kong. He has live in Hong Kong since 1995 and previously worked in the wine industry in Hong Kong.

Contact details [email protected] and (+852) 2530 1219.

13/03/2014

Wine Industry - recruitment challenges in Asia – Employer perspective

There is a temptation to parachute senior staff in from a company’s home country, but this brings challenges, and it takes years for the transferee to learn the local markets, establish local networks, become familiar with the local culture and learn the basics of the local language.

Asian based candidates do exist, with Asian experience and local language ability, which communicate well with HQ, do exist. They are in high demand and take time to identify. It’s important to address what’s required and then accurately source relevant candidates. Whether it be a sales person, marketing, operations or an executive, due diligence on candidates is important to ensure the right fit is found.

Palate, Client Base, Wine Qualifications, Old World v New World, Consumption v Investment, On Trade v Off Trade, Wholesale v Retail are all important questions in identifying the right candidate for the right company. The Hong Kong wine market is big, and wine candidates look at a potential wine employer’s wine portfolio access to quality and regions, and types of customers that they service.

Employee Branding can benefit or suffer, depending on how the recruitment process is executed. How the first contact with a candidate is pitched can be crucial.

Christian McGregor is the Wine Industry subject matter expert at AchieveAsia, a Recruitment company based in Hong Kong. He has live in Hong Kong since 1995 and previously worked in the wine industry in Hong Kong.

Contact details [email protected] and (+852) 2530 1219.

06/03/2014

Agree or disagree? Which one are you?

http://www.thesavory.com/drink/way-you-hold-your-glass-shows-your-class.html

Science reveals - through several very controlled experiments- the way you hold your drink says a lot about you. It’s science...and IT MATTERS, K?In all seriousness, the way you hold your wine glass reveals plenty about personality, game, and the staggering amount you’ve had to drink.

19/02/2014

Investigation and Security - recruitment challenges in Asia

Companies often give in to the temptation to ‘parachute in’ a security professional from the company’s home country without considering the need for that person to speak the local language however this brings challenges, chief amongst those challenges is the time it takes for the transferee to learn the local markets, establish local networks, etc. English language ability may not be enough for regional roles.

However, there are Asian based candidates, with Asian experience and local language ability that can and do communicate well with HQ and with Clients. They are in high demand and take time to identify. It’s important to address what is required, a consultant rather than private investigator, research and report writing abilities, and proper due diligence on candidates is important. Employees who are experienced in FCPA, Bribery Act and European rules, are all important to multinational companies operating in Asia but a lack of knowledge in these areas can be damaging, particularly to Pharma and Medical Devices Industries.

In House Counsel and C Level Executives both have as a priority, allocating staff in Asia, but are hindered by a lack of action in commencing their search or taking too long to decide once the hiring process is underway.

Security and investigations is a small industry and a company’s Employer Brand can benefit or suffer, depending on how the recruitment process is executed.

Jo Babis is the Investigation and Security subject matter expert at AchieveAsia, a Recruitment company based in Hong Kong. Jo worked at Hill and Associates Hong Kong office from 2002 to 2012. Previously Jo worked for the ACC and Australian Federal Police. Contact details [email protected] and (+852) 2530 1217.

06/02/2014

03/02/2014

Kung Hei Fat Choi!

02/02/2014

Happy New Year!

01/02/2014

Wishing you all the best for the new year!